组织创新文化、组织文化强度与个体员工创新行为:多层线性模型的分析  

Organizational Innovative Culture,the Strength of Culture and Employee Innovative Behavior:A Multilevel Analysis

作　　者：陈卫旗[1,2,3] 

机构地区：[1]中共广州市委组织部 [2]广州市企业经理人才评价推荐中心,广州510050 [3]广州大学教育学院心理系,广州510006

出　　处：《心理科学》2013年第5期1187-1193,共7页Journal of Psychological Science

摘　　要：本研究通过对某大型电网公司156家供电局的10856名员工的问卷调查,检验了组织创新文化、组织文化强度及其交互作用对员工创新行为的影响效应。多层线性分析(HLM)结果表明,组织创新文化与员工创新行为有正向关联;而组织文化强度与员工创新行为有负向关联,但可以强化创新文化与员工创新行为的正向关系。研究结果表明,不仅是组织文化的内容,组织文化的强度对于员工创新也有重要的意义。引入组织文化的强度属性,可以更精确地理解组织文化与个体创新行为的关系。Numerous studies have been done to explore the direct relationships between organizational culture and individual innovative behavior, but little attention has been paid to the role of the cultural strength. We attempt to fill these voids by examining the joint effects of organizational innovative culture （content）, and the strength of organizational culture, as well as their interactive effects, on individual employee innovative behavior. The main theses of the study are that （a） all these organizational cultural attributions are relat- ed to employee innovative behavior in their own unique way, and （b） the strength of organizational culture moderates the effect of organ- izational innovative culture on individual employee innovative behavior. 10,856 employees from 156 operating divisions of a large state - owned power grid company were surveyed. The sample size of each division is no less than 15 subjects, with a mean of 69. 6. The subjects reported their perceptions of the organizational supportive- ness to innovation on a 7 - items scale adapted from Hurley and Huh （ 1998 ） and Scott and Bruce （1994）. The employee innovative behavior is quanti？ ed using seven items adapted from Kleysen and Street （2001）. The subjects were also asked to rank 18 core compa- ny＇ s values according to their importance, and thus the employee＇ s value was measured. All the subjects＇ scores were averaged to re- present the organizational values. The profile similarity （Q） between employees＇ values and organizational values were calculated to re- present the value congruence between person and organization, and then averaged within each operating division to represent the cultural strength. The employees＇ perceptions of innovative culture were also aggregated to the organization （division） level for multi - level ana- lyses purpose. ICC （ 1 ）, ICC （2）, and rwg had been calculated to justify the aggregation. Using hierarchical linear modeling, individual employee innovative behavio

关 键 词：组织创新文化 组织文化强度 员工创新行为 多层线性模型 

分 类 号：F426.61[经济管理—产业经济] F272.92[经济管理—管理学] C936